本文關(guān)鍵詞：公平:在傾斜中實(shí)現(xiàn)平衡——《勞動(dòng)合同法》應(yīng)當(dāng)向勞動(dòng)者傾斜，由筆耕文化傳播整理發(fā)布。

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所有學(xué)科

行政法及地方法制

人才學(xué)與勞動(dòng)科學(xué)

民商法

the labor contract

     On Some Problems about the Term in the Labor Contract

     關(guān)于勞動(dòng)合同期限的若干問(wèn)題

短句來(lái)源

     The existing problems focus in the legal responsibility in the forms, the validity, the bail, the collective contract and the violation of the labor contract.

     勞動(dòng)合同形式、勞動(dòng)合同期限、勞動(dòng)合同保證金、集體勞動(dòng)合同和違反勞動(dòng)合同的法律責(zé)任等方面的問(wèn)題比較集中。

短句來(lái)源

     Historical Review of the Labor Contract System in Zhejiang Province

     浙江省實(shí)施勞動(dòng)合同制度的歷史考察

短句來(lái)源

     On the Mode of Assumptions and Applied Conditions for the Liabilities of Brenching the Labor Contract

     勞動(dòng)合同違約責(zé)任的承擔(dān)方式及適用條件

短句來(lái)源

     The conflict happens before signing the labor contract, performing the labor contract, reliefing or terminating the labor contract and in the fact labor contract.

     用人單位知情權(quán)與勞動(dòng)者隱私權(quán)的沖突表現(xiàn)在簽訂勞動(dòng)合同前、勞動(dòng)合同履行過(guò)程中、勞動(dòng)合同解除或終止后以及事實(shí)勞動(dòng)關(guān)系中。

短句來(lái)源

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     SOME THOUGHTS ON IMPROVING MANAGEMENT OF THE LABOR CONTRACT SYSTEM

     對(duì)完善勞動(dòng)合同制管理的思考

短句來(lái)源

     The《Labor Contract Law》should make checks two junctures of concluding and terminating the labor contract

     《勞動(dòng)合同法》應(yīng)當(dāng)把好合同訂立解除兩個(gè)關(guān)口

短句來(lái)源

     On the Function of Protecting Labor Rights of the Labor Contract Act of China

     試析我國(guó)勞動(dòng)合同法的勞動(dòng)者維權(quán)功能

短句來(lái)源

     The Labor Contract Act should be Inclined to Laborers

     公平:在傾斜中實(shí)現(xiàn)平衡——《勞動(dòng)合同法》應(yīng)當(dāng)向勞動(dòng)者傾斜

短句來(lái)源

     At present, the three systems (the staff member system of management personnel, the appointment system of teachers and auxiliary teaching staff members and the labor contract system) being tried in some colleges and universities have in some way activated the personnel system and properly allocated the personnel resources.

     當(dāng)前正在全國(guó)部分高校試點(diǎn)的“三制”(管理人員實(shí)行職員制、教師及教學(xué)輔助人員實(shí)行聘任制、工人實(shí)行勞動(dòng)合同制)改革，在一定程度上激活了用人機(jī)制，合理配置了人力資源。

短句來(lái)源

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     On the right of labor

     論勞動(dòng)力權(quán)——兼評(píng)職工持股制度

短句來(lái)源

     Forced Labor

     強(qiáng)迫勞動(dòng)

短句來(lái)源

     Abnormal Labor

     異常分娩

短句來(lái)源

     The Cost of Labor

     勞動(dòng)力成本辨析

短句來(lái)源

     On The Invalid Labor Contract

     略論無(wú)效勞動(dòng)合同

短句來(lái)源

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  the labor contract

Competition among firms implies a constraint on the utility level associated to the labor contract.

The second half of this paper explores two institutions, the labor contract system and the official trade union organization, to show how labor relations have shifted dramatically toward flexibility, insecurity, and managerial control.

With regard to the labor contract issue, close to 30% of the respondents were neutral on the topic.

In summary, the labor contract benefits of the RIDOT contract are more favorable in terms of the employee.

In fact 24% of the respondents said the labor contract was not very important when considering an innovation.

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Through a review of the reform of the employment system carried out by the No. 3 Drilling Team under the Department of Geology and Mineral Resources of Henan Province since 1983 and its trial implementation of the labor contract system, the author deems although successes have been achieved in this field, experiment of the new contract system does not appear to be wholly satisfactory as expected, for among the employees under contract, some actually secure fixed jobs, in additions to some other...

Through a review of the reform of the employment system carried out by the No. 3 Drilling Team under the Department of Geology and Mineral Resources of Henan Province since 1983 and its trial implementation of the labor contract system, the author deems although successes have been achieved in this field, experiment of the new contract system does not appear to be wholly satisfactory as expected, for among the employees under contract, some actually secure fixed jobs, in additions to some other Problems. The causes of the occurrence of the problems are Probed and ways to improve management Of the labor contract system are discussed.

本文分析了河南省地礦廳第三探礦隊(duì)自1983年以來(lái)進(jìn)行勞動(dòng)用工制度改革,試行勞動(dòng)合同制的情況,認(rèn)為雖然取得了一定成效,但并未完全達(dá)到預(yù)期設(shè)想,該隊(duì)合同制職工存在“固定工化”現(xiàn)象等一些問(wèn)題。文章對(duì)問(wèn)題產(chǎn)生的原因和如何完善勞動(dòng)合同制的管理作了探討。

Abstract This article will use a case analysis to discuss the status of management of human resources of Chinese-Foreign joint ventures in Shanghai and to make a comparison between the said status in Shanghai and that in Beijing, and will mainly deal with the labor contract, pay, subsidy, social security, trade union and personnel policy, with the materials wehave gathered from our visits to some state- owned enterprises as background. We will briefly touch upon the state-owned enterprises'...

Abstract This article will use a case analysis to discuss the status of management of human resources of Chinese-Foreign joint ventures in Shanghai and to make a comparison between the said status in Shanghai and that in Beijing, and will mainly deal with the labor contract, pay, subsidy, social security, trade union and personnel policy, with the materials wehave gathered from our visits to some state- owned enterprises as background. We will briefly touch upon the state-owned enterprises' personnel management — the“ iron- rice- bowl ”management (IRBM) under which peoplegain permanent income and never lose their jobs whether they work or not and whether they work hard or not. Next, based on this discussion, two questions will be posed:“ How different is the human resources management inChinese-Foreign joint ventures from our traditional management in this field? How much does the influence of theIRBM remain after the participation of foreign capital in our enterprises?”What follows is our comprehensive study of the variance at present between the joint ventures and the state-owned enterprises in personnel resources management.Our conclusion is that although the participation of foreign investment in our enterprises has more or less changed our traditional system, the range of change is quite different in different enterprises; and in whatever typeof enterprises, the IRBT still exists both in system and organizationally. At the end of this article, we will formulate a method of classification, based on how much reform has been carried into effect in an enterprise and how much Western- style management has been adopted. With this method, the enterprises are grouped into four categories: (1)typical IRBM; (2)mixed management dominated by the traditional method; (3) mixed management dominated by the Western method; (4)relatively fully Westernized management. With this method of classification of enterprises, it can be found that the system being adopted in the state-owned enterprises, generally speaking, may not be quite out of date and that joint ventures may not necessarily adopt more Western systems.

中外合資企業(yè)中的人力資源管理＊——上海和北京的案例分析及對(duì)比顧凱詩(shī)馬爾科姆·沃納本文采用案例分析方法，探討了上海合資企業(yè)中的人力資源管理狀況，并與北京的情況作了比較。文章主要討論了勞動(dòng)合同、報(bào)酬和津貼、社會(huì)保險(xiǎn)、工會(huì)和人事政策等問(wèn)題。我們還訪問(wèn)了一些...

With the deepening of employment reform and the implementation of the labor contract system, the disputes between the labor force and the management take in a delicate and versatile characteristic. The deregulation of the labor contract leads to an increase of deception and default. The existing problems focus in the legal responsibility in the forms, the validity, the bail, the collective contract and the violation of the labor contract. Therefore, an amendment and perfection of...

With the deepening of employment reform and the implementation of the labor contract system, the disputes between the labor force and the management take in a delicate and versatile characteristic. The deregulation of the labor contract leads to an increase of deception and default. The existing problems focus in the legal responsibility in the forms, the validity, the bail, the collective contract and the violation of the labor contract. Therefore, an amendment and perfection of the labor contract legislation will be indispensable in order to establish a stable and harmonious labor relation.

隨著企業(yè)勞動(dòng)用工制度改革的不斷深化和勞動(dòng)合同制度的全面實(shí)行 ,用人單位和勞動(dòng)者之間因勞動(dòng)合同引發(fā)的勞動(dòng)爭(zhēng)議日漸呈現(xiàn)出復(fù)雜性和多樣性 ,由于勞動(dòng)合同行為不規(guī)范導(dǎo)致的欺詐、侵權(quán)等勞動(dòng)糾紛逐漸增多。勞動(dòng)合同形式、勞動(dòng)合同期限、勞動(dòng)合同保證金、集體勞動(dòng)合同和違反勞動(dòng)合同的法律責(zé)任等方面的問(wèn)題比較集中。為建立和促進(jìn)穩(wěn)定和諧的勞動(dòng)關(guān)系 ,必須修訂和完善相關(guān)的勞動(dòng)合同立法

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  本文關(guān)鍵詞：公平:在傾斜中實(shí)現(xiàn)平衡——《勞動(dòng)合同法》應(yīng)當(dāng)向勞動(dòng)者傾斜，由筆耕文化傳播整理發(fā)布。